Helping people develop is my calling in life, and I am incredibly fortunate to be able to work in the field of Talent Development. My super-power is identifying how someone's career aspirations map to an emerging business need, and in maneuvering just the right person into just the right role at just the right time for the business. I also love working at scale, collaborating closely with top executives to develop the people culture, talent strategy, organization design, leadership development and high-potential initiatives that drive measurable business results. I see data as an ally, and I have been successful in using talent analytics to drive key decisions. I prefer strategy over tactics, but I'm not afraid of a few intelligent tactics on the way to larger organizational goals. I recently completed an expat assignment in Singapore (April 2013). I have worked in the U.S., Europe, and various locations in Asia, and have reading competency in several Asian and European languages. Focus areas: Talent assessment, succession planning, engagement, analytics, executive development, management development, talent management strategy, executive coaching, expat management, change management, collaboration, organizational development, performance management, adult learning methodologies, eLearning, learning technology.

Advisory Board Member @ Working with a board of industry leaders to build a new leadership program at UC Berkeley's College of Engineering, called "Innovation and Leadership through Positive Psychology." This program will pilot April 27-29 at Berkeley and is an industry first in applying the academic research of positive psychology (Martin Seligman's seminal work) directly to business leadership development. If you are interested in sending participants to this program, please reach out and connect with me. From August 2015 to Present (5 months) Director of Learning and Development @ My role is to help LinkedIn employees transform their careers, the company, and the world. To enable this, I am responsible for driving: * Management and leadership development * Professional skills development (for all employees) * Functional skills development (Engineering, Talent Acquisition, and other key Functions) * Career Transformation initiatives * Wellness / Mindfulness initiatives I am also responsible for our L&D Operations function which we call "Go to Market" responsible for creating an amazing learning experience through flawless marketing, logistics, and analytics. From October 2014 to Present (1 year 3 months) Senior Director, Talent Management & Executive Development @ My role was to lead global talent assessment, talent deployment, succession management, engagement strategy, and talent infrastructure for the company. I was responsible for building a holistic talent system that produced the best outcomes in our industry. Achievements: • Developed a talent philosophy for the company, including what we value, what we measure, and a consistent global process for how we assess, deploy, monitor and retain talent. • Revitalized the corporate performance management model and deploy across the enterprise. • Conducted the annual executive talent Assessment and Development Planning (ADP) process • Led succession management for the enterprise, up to and including the CEO, and ensured a strong supply of “ready now” candidates • Developed a raft of “top talent” programs for our HIPOs, including rotation programs • Implemented enterprise software to centralize talent information and produce analytics From April 2013 to October 2014 (1 year 7 months) Senior Director, Talent & Leadership Development for Asia-Pacific @ I was responsible for leading the Talent & Leadership Development organization for our Asia-Pacific region, with one overriding objective: "Deliver a transformation in talent management and leadership excellence." Accomplishments: • Created and conducted a first-ever talent review across APAC, to identify HIPO future leaders as well as surface succession gaps in key business positions. • Designed and implemented a "top talent" strategy across Asia to accelerate development and reduce unwanted turnover of key local leaders. • Conducted the first-ever global Executive Leadership summit in the region for strategy alignment and cascade (previously all such meetings were held only at HQ in Santa Clara). • Introduced executive coaching to our APAC region for the first time, partnering with the Marshall Goldsmith organization. • Identified particular development needs of Asian leaders and implemented a customized leadership development curriculum for Asia, on top of the global curriculum. From May 2012 to April 2013 (1 year) SingaporeHead of Global Learning @ My role was to lead the Global Learning organization, including setting the company's overall learning philosophy, strategy and metrics, and delivering solutions for employee, management and executive development as well as functional excellence. From December 2010 to April 2012 (1 year 5 months) Director of Learning & Performance @ My role was to lead the content design and development for the suite of GlobalEnglish eLearning solutions. I also met extensively with clients around the world to market test potential product innovations and build business cases and product roadmaps. From January 2009 to December 2010 (2 years) Global Learning Operations Manager @ My role was to direct the overall L&D operation across all geographies, managing an operating budget of $22.3 million for the fiscal year 2008. From July 2007 to November 2008 (1 year 5 months) Greater Minneapolis-St. Paul AreaVP & Head of Learning, Business Divisions @ My role was to lead learning & development across fifteen lines of business, including learning strategy, curriculum development, performance consulting, emerging learning technologies, and external training partnerships. From November 2005 to June 2007 (1 year 8 months) Greater New York City AreaHead of Learning, News & Data @ My role was to lead all aspects of Learning & Development for the Content division of the company after the merger of the news agency and data operations, including job role skills, management & leadership development, coaching and mentoring programs, vendor management, and knowledge management. From January 2002 to October 2005 (3 years 10 months) Greater New York City AreaTraining Manager @ At this trade automation and middleware subsidiary of Reuters, I built a global L&D department from scratch, including technical skills, soft skills, and management & leadrship development. From May 2000 to December 2001 (1 year 8 months) Instructor @ Taught ten semesters of college and graduate-level courses in Eastern literature, history, philosophy and religion, and developed a curriculum on pedagogy for new Graduate Student Instructors and junior faculty. From 1995 to 2000 (5 years)

Ph.D., Buddhism and Indian Studies @ University of California, Berkeley From 1994 to 2000 M.Div., Christian and Buddhist Origins @ Harvard University From 1991 to 1994 BA, Philosophy, Religion @ Bates College From 1987 to 1991 Helix High School From 1983 to 1987 Richard Taylor is skilled in: Talent Management, Organizational Development, Leadership Development, Strategy, Program Management, Performance Management, Change Management, Management, Training, E-Learning, Executive Coaching, Leadership, Succession Planning, Management Development, Executive Development